8 Ways to Make Church Change Run Smoother

In your church you’re probably trying to bring change in some way or are contemplating it. Unfortunately, change in our churches often doesn’t go well. In fact, we’re not alone. In the business world some have estimating that the majority of organizational change either fails, underperforms, or makes things worse (Cope, 2003). I imagine that church change doesn’t fare much better. However, we don’t have to become a statistic. Consider 8 these insights the next time you try to bring change to your church, ministry, or organization.

8 Ways to Make Church Change Run Smoother

Incorporate a change mentality into your church culture so that people don’t see it as a threat. The more you talk about, the less scary it becomes when it happens.

Include change as a component in the church’s current strategy. When you create your annual goals and strategies, include a clearly defined component of change. Do this every year. Don’t make it a sporadic communication.

Regularly teach on the Biblical basis of personal change so that change is more easily embraced. When training leaders, always include some component that teaches about change. Try to build change management into key staff and volunteers as a core competency.

Help key players (staff, key volunteers, and church boards) embrace a philosophy of healthy change (see above). Seek to hire staff and recruit volunteers who aren’t change averse. When you recruit others, be sure to discuss their view about change and your expectations about it.

Build forward thinking into the highest levels of your leadership conversations. Help leaders think about ways they can stay ahead of the change curve in culture rather than reacting to it when it inevitably comes.

Involve as many people as reasonably possible into change initiatives. Give away small to medium-sized components of change to those lower on the leadership org chart. Get ownership as much as possible.

Celebrate wins, both short and long-term ones. You can’t overdo this one.

Reduce internal threat levels through building healthy relationships and a brain friendly working environment. Read this article that talks about what a brain friendly environment looks like. It’s based on the latest neuroscience research, a model called SCARF, an incredibly insightful way to build team collaboration and productivity.

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